HR Dashboards

I've only ever provided formal HR dashboards when there have been particular issues to address :

• In the start-up of Eurotunnel (from 50 to 3,000 people in 2-3 years) recruitment progress against planned job start-dates was critical, as was the formal certification of drivers and other safety critical rôles
• Later in the same company a few departments started to have absenteeism problems so montlhy, quarterly (rolling) and annual (rolling) short-term absenteeism was made public for all departments (name and shame), and department managers with problems were given performance targets to improve the absenteeism rate.The reporting stopped when absenteeism was at acceptable levels for 9 months  
• Apparently excessive private travel using the Channel staff facility was also monitoedr to prevent any abuse of the then duty-free laws - abuse could have suspended the company's right to run duty-free shops (£200m turnover...

Production of information for PR pamphlets and annual reports has always been an automated and necessary process from the HRIS.

My motto? "if you can't see the need, don't report" - on several occasions I've stopped historic reporting processes and have rarely received justifiable criticisms ;-)

I've only ever provided formal HR dashboards when there have been particular issues to address :

• In the start-up of Eurotunnel (from 50 to 3,000 people in 2-3 years) recruitment progress against planned job start-dates was critical, as was the formal certification of drivers and other safety critical rôles
• Later in the same company a few departments started to have absenteeism problems so montlhy, quarterly (rolling) and annual (rolling) short-term absenteeism was made public for all departments (name and shame), and department managers with problems were given performance targets to improve the absenteeism rate.The reporting stopped when absenteeism was at acceptable levels for 9 months  
• Apparently excessive private travel using the Channel staff facility was also monitoedr to prevent any abuse of the then duty-free laws - abuse could have suspended the company's right to run duty-free shops (£200m turnover...

Production of information for PR pamphlets and annual reports has always been an automated and necessary process from the HRIS.

My motto? "if you can't see the need, don't report" - on several occasions I've stopped historic reporting processes and have rarely received justifiable criticisms ;-)

That's an interesting way to look at it and this is actually how I work in practice but was feeling like I need more depth. Thanks Ray